[Federal Register Volume 77, Number 135 (Friday, July 13, 2012)]
[Rules and Regulations]
[Pages 41273-41276]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2012-17069]
=======================================================================
-----------------------------------------------------------------------
DEPARTMENT OF VETERANS AFFAIRS
38 CFR Part 0
RIN 2900-AO33
Core Values and Characteristics of the Department
AGENCY: Department of Veterans Affairs.
ACTION: Final rule.
-----------------------------------------------------------------------
SUMMARY: This document amends the Department of Veterans Affairs' (VA)
regulations concerning the standards of ethical conduct and related
responsibilities of its employees by adding a new subpart for VA's Core
Values and Characteristics. These
[[Page 41274]]
foundational values and organizational characteristics define VA
employees and articulate what VA stands for, respectively, and they are
a set of guidelines that will be applied Department-wide to all VA
employees. This final rule establishes VA's Core Values and
Characteristics, and ensures their proper application to the VA
workforce.
DATES: Effective Date: July 13, 2012.
FOR FURTHER INFORMATION CONTACT: Robert McFetridge, Office of
Regulation Policy and Management (02REG), Department of Veterans
Affairs, 810 Vermont Avenue NW., Washington, DC 20420, (202) 461-4902.
(This is not a toll-free number.)
SUPPLEMENTARY INFORMATION: This rulemaking amends 38 CFR part 0 to
establish VA regulations regarding VA's core values for its employees
and the desired characteristics for the organization. These regulations
set into place internal guidelines to which VA expects its employees to
adhere in their interactions with each other and with veterans, their
families, and their caretakers. The Core Values and Characteristics are
the product of a 2-year collaborative and comprehensive development
process, which was motivated by a desire to unite the entire VA
workforce under one set of guiding principles. VA recognizes that every
single worker plays a critical role in supporting the overall strategic
vision and mission of the agency and also contributes to its
professional reputation as an organization. Beginning in 2009,
participating representatives from the many different VA organizations
provided considerable input into the creation of the Core Values and
Characteristics. VA also considered input from its workforce through
surveys, feedback, and discussion. Based on these activities, and the
recommendations of the different panels and groups, the Secretary of
Veterans Affairs approved the guidelines, and on June 20, 2011, he
announced them to the entire agency.
The Core Values define VA employees and describe how VA may be
distinguished from other organizations. They define VA's culture and
underscore its commitment to veterans. These Core Values are:
Integrity, Commitment, Advocacy, Respect, and Excellence. The Values
represent VA's beliefs and provide a baseline for the standards of
behavior expected of all VA employees. Together, the first letters of
the Core Values spell ``I CARE,'' a motto which should be adopted by
every member of the VA workforce.
The Core Characteristics define what VA stands for and how it would
like to be recognized as an organization. They help guide the execution
of VA's mission, shape its strategy, and influence resource allocation
and other key decisions made within VA. These Characteristics are:
Trustworthy, Accessible, Quality, Innovative, Agile, and Integrated.
They are a common set of principles around which VA's actions are
organized and describe the traits all VA organizations should possess
and demonstrate. The VA Characteristics are relevant today, but also
forward-looking. They identify the qualities needed to successfully
accomplish VA's current missions and also support the ongoing
transformation to a 21st Century organization.
The adoption of these Core Values and Characteristics will not only
reaffirm practices already used by many VA employees, but it will also
establish one set of guidelines applicable across the entire VA
workforce. They are not entirely new concepts, and they are in large
part derived from many values VA has demonstrated throughout its
existence. Codifying these principles will ensure they receive the
proper emphasis at all levels within VA, are clearly understood by the
workforce, and, most importantly, become an enduring part of the VA
culture. The ``I CARE'' logo will be prominently displayed in all VA
facilities, as the agency wishes to use these principles to send a
strong signal to veterans, family members, and other beneficiaries that
the agency takes pride in what it does and cares deeply about its
mission. The Core Values and Characteristics demonstrate that VA is a
``people-centric'' organization.
In order to maintain these Core Values and Characteristics over
time, VA may periodically review whether the guidelines are achieving
their intended purpose and remain relevant in the current environment.
VA is open to revising the Core Values and Characteristics to adapt
them to changing times, as necessary. They are not linked to any
particular person or group, so although people come and go within VA
all the time, the Core Values and Characteristics are meant to endure.
There are no immediate plans to change existing formal processes for
evaluating employees based on the Core Values and Characteristics.
However, in Fiscal Year 2012, VA will be implementing a formalized
program to recognize the VA personnel and organizations which best
exemplify the Core Values and Characteristics.
The current title of part 0, ``Standards of ethical conduct and
related responsibilities,'' is being broadened to include the concept
of ``values'' in the title. That addition reflects the inclusion of
VA's Core Values and Characteristics as principles that are separate
and distinct from the standards of ethical conduct for federal
employees.
Paperwork Reduction Act
This document contains no provisions constituting a collection of
information under the Paperwork Reduction Act of 1995 (44 U.S.C. 3501-
3521).
Regulatory Flexibility Act
The Secretary hereby certifies that this final rule will not have a
significant economic impact on a substantial number of small entities
as they are defined in the Regulatory Flexibility Act, 5 U.S.C. 601-
612. This final rule does not affect any small entities. Therefore,
pursuant to 5 U.S.C. 605(b), this final rule is exempt from the initial
and final regulatory flexibility analysis requirements of sections 603
and 604.
Executive Orders 12866 and 13563
Executive Order 12866 and 13563 direct agencies to assess all costs
and benefits of available regulatory alternatives and, when regulation
is necessary, to select regulatory approaches that maximize net
benefits (including potential economic, environmental, public health
and safety, and other advantages; distributive impacts; and equity).
Executive Order 13563 (Improving Regulation and Regulatory Review)
emphasizes the importance of quantifying both costs and benefits,
reducing costs, harmonizing rules, and promoting flexibility. Executive
Order 12866 (Regulatory Planning and Review) defines a ``significant
regulatory action,'' requiring review by the Office of Management and
Budget (OMB) unless OMB waives such review, as ``any regulatory action
that is likely to result in a rule that may: (1) Have an annual effect
on the economy of $100 million or more or adversely affect in a
material way the economy, a sector of the economy, productivity,
competition, jobs, the environment, public health or safety, or State,
local, or tribal governments or communities; (2) Create a serious
inconsistency or otherwise interfere with an action taken or planned by
another agency; (3) Materially alter the budgetary impact of
entitlements, grants, user fees, or loan programs or the rights and
obligations of recipients thereof; or (4) Raise novel legal or policy
issues arising out of legal mandates, the President's priorities, or
the principles set forth in this Executive Order.''
[[Page 41275]]
The economic, interagency, budgetary, legal, and policy
implications of this final rule have been examined and it has been
determined not to be a significant regulatory action under Executive
Order 12866.
Unfunded Mandates
The Unfunded Mandates Reform Act of 1995 requires, at 2 U.S.C.
1532, that agencies prepare an assessment of anticipated costs and
benefits before issuing any rule that may result in the expenditure by
State, local, and tribal governments, in the aggregate, or by the
private sector, of $100 million or more (adjusted annually for
inflation) in any given year. This final rule will have no such effect
on State, local, and tribal governments, or on the private sector.
Administrative Procedure Act
This final rule establishes internal guidelines relating to agency
practice or procedure and sets forth general statements of agency
policy. Accordingly, this rule is exempt from the prior notice-and-
comment and delayed-effective-date requirements of 5 U.S.C. 553. See 5
U.S.C. 553(b)(A) and (d)(2).
Catalog of Federal Domestic Assistance Numbers
There are no Catalog of Federal Domestic Assistance program numbers
for this rule.
Signing Authority
The Secretary of Veterans Affairs, or designee, approved this
document and authorized the undersigned to sign and submit the document
to the Office of the Federal Register for publication electronically as
an official document of the Department of Veterans Affairs. John R.
Gingrich, Chief of Staff, Department of Veterans Affairs, approved this
document on July 5, 2012, for publication.
List of Subjects in 38 CFR Part 0
Conflict of interests, Employee ethics and related
responsibilities, Government employees.
Dated: July 9, 2012.
Robert C. McFetridge,
Director, Office of Regulation Policy and Management, Office of the
General Counsel, Department of Veterans Affairs.
For the reasons set out in the preamble, 38 CFR part 0 is amended
as follows:
PART 0--VALUES, STANDARDS OF ETHICAL CONDUCT, AND RELATED
RESPONSIBILITIES
0
1. The authority citation for 38 CFR part 0 continues to read as
follows:
Authority: 5 U.S.C. 301; 38 U.S.C. 501; see sections 201, 301,
and 502(a) of E.O. 12674, 54 FR 15159, 3 CFR, 1989 Comp., p. 215 as
modified by E.O. 12731, 55 FR 42547, 3 CFR, 1990 Comp., p. 306.
0
2. Revise the heading of part 0 to read as set forth above.
Subparts A & B [Redesignated]
0
3. Redesignate subparts A and B as subparts B and C, respectively.
0
4. Add new subpart A to read as follows:
Subpart A--Core Values and Characteristics of the Department
Sec.
0.600 General.
0.601 Core Values.
0.602 Core Characteristics.
Subpart A--Core Values and Characteristics of the Department
Sec. 0.600 General.
This section describes the Core Values and Characteristics that
serve as internal guidelines for employees of the Department of
Veterans Affairs (VA). These Core Values and Characteristics define VA
employees, articulate what VA stands for, and underscore its moral
obligation to veterans, their families, and other beneficiaries. They
are intended to establish one overarching set of guidelines that apply
to all VA Administrations and staff offices, confirming the values
already instilled in many VA employees and enforcing their commitment
to provide the best service possible to veterans, their families, and
their caretakers.
Sec. 0.601 Core Values.
VA's Core Values define VA employees. They describe the
organization's culture and character, and serve as the foundation for
the way VA employees should interact with each other, as well as with
people outside the organization. They also serve as a common bond
between all employees regardless of their grade, specialty area, or
location. These Core Values are Integrity, Commitment, Advocacy,
Respect, and Excellence. Together, the first letters of the Core Values
spell ``I CARE,'' and VA employees should adopt this motto and these
Core Values in their day-to-day operations.
(a) Integrity. VA employees will act with high moral principle,
adhere to the highest professional standards, and maintain the trust
and confidence of all with whom they engage.
(b) Commitment. VA employees will work diligently to serve veterans
and other beneficiaries, be driven by an earnest belief in VA's
mission, and fulfill their individual responsibilities and
organizational responsibilities.
(c) Advocacy. VA employees will be truly veteran-centric by
identifying, fully considering, and appropriately advancing the
interests of veterans and other beneficiaries.
(d) Respect. VA employees will treat all those they serve and with
whom they work with dignity and respect, and they will show respect to
earn it.
(e) Excellence. VA employees will strive for the highest quality
and continuous improvement, and be thoughtful and decisive in
leadership, accountable for their actions, willing to admit mistakes,
and rigorous in correcting them.
Sec. 0.602 Core Characteristics.
While Core Values define VA employees, the Core Characteristics
define what VA stands for and what VA strives to be as an organization.
These are aspirational goals that VA wants its employees, veterans, and
the American people to associate with the Department and with its
workforce. These Core characteristics describe the traits all VA
organizations should possess and demonstrate, and they identify the
qualities needed to successfully accomplish today's missions and also
support the ongoing transformation to a 21st Century VA. These
characteristics are:
(a) Trustworthy. VA earns the trust of those it serves, every day,
through the actions of its employees. They provide care, benefits, and
services with compassion, dependability, effectiveness, and
transparency.
(b) Accessible. VA engages and welcomes veterans and other
beneficiaries, facilitating their use of the entire array of its
services. Each interaction will be positive and productive.
(c) Quality. VA provides the highest standard of care and services
to veterans and beneficiaries while managing the cost of its programs
and being efficient stewards of all resources entrusted to it by the
American people. VA is a model of unrivalled excellence due to
employees who are empowered, trusted by their leaders, and respected
for their competence and dedication.
(d) Innovative. VA prizes curiosity and initiative, encourages
creative contributions from all employees, seeks continuous
improvement, and adapts to
[[Page 41276]]
remain at the forefront in knowledge, proficiency, and capability to
deliver the highest standard of care and services to all of the people
it serves.
(e) Agile. VA anticipates and adapts quickly to current challenges
and new requirements by continuously assessing the environment in which
it operates and devising solutions to better serve veterans, other
beneficiaries, and Service members.
(f) Integrated. VA links care and services across the Department;
other federal, state, and local agencies; partners; and Veterans
Services Organizations to provide useful and understandable programs to
veterans and other beneficiaries. VA's relationship with the Department
of Defense is unique, and VA will nurture it for the benefit of
veterans and Service members.
[FR Doc. 2012-17069 Filed 7-12-12; 8:45 am]
BILLING CODE 8320-01-P